Wages

• Under the act, the AIRC has the power to set minimum wages for sectors in the industrial field. Although employees can not directly address the AIRC, their respective unions can. The minimum wage standard in the act was expected to effect Victorian employees. Furthermore, the act stipulates equal pay for work of equal value. This addresses the Australian, female workforce. The AIRC must be able to determine the worth of the jobs that women do in contrast to the worth of the work which men do.
  
  

Unlawful Termination

• It is unlawful to terminate employees if it is not based on the employee's job performance or conduct, according to the act. An employee must not be terminated or discriminated against solely on race or religion. They must not be terminated because of sex, age or disability. Nor can they be fired because of sexual preference or marital status. A probationary employee can not be fired.
  
  

Termination

• Under the act, to execute a lawful termination, an employer must give the employee notice. The length of the notice is determined by the length of employment. If there is a discrepancy in work performance, the employee will be granted a chance to defend themselves against allegations. There must be a valid reason for terminating an employee. If more than 15 employees are going to be terminated, the employer must notify the Commonwealth Employment Service.
  
  

Boycotts

• The act extends the Trade Practices Act to cover industrial boycotts. A union may boycott in relation to a poor work environment or the terms of employment. A boycott will not be covered by the AIRC if it is in relation to a political stance. If a boycott is implemented, according to the act, arbitration must be sought within three days.
  
  

Certification

• In order for a union to certify an agreement to protect employers and employees, it must meet the guidelines set forth in the act. Certification may not be awarded in relation to a single industrial employer unless there is at least one union employee working at the industrial workplace. Certification can be sought if the "agreement does not disadvantage the employees," according to the act, and if all the employees understand the terms of the agreement. To certify the agreement, the agreement must contain a dispute resolution process.